First, be sure you communicate the expectation to return to work with as much detail as possible at the time employees become separated. Then, ensure they were clearly instructed to come back — speak with them, send an email to the email address, text them, etc. Then, let the Idaho Department of Labor know who didn’t come back. That person is missing available work and would need a qualifying reason to do so and may lose their benefit. (either a personal compelling reason or an illness, and even then it has to be less than 1/2 of their weekly benefit amount).

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